INTRODUCTIONKopanang Batho Cooperation Services is a company that distributes water to all parts of the urban and peri- urban societies. Its vision is to strive to provide clean water services to all stakeholders and the mission is to provide quality water through highly motivated and professional staff. Ogbor (2009:283) believes that, “a business is not defined by its name, status or articles of incorporation. Rather it is defined by what it offers, to whom it is offered and how it is offered.” In this assay discussed are the factors affecting human resource management in global organisations and how they affect human resource management. Firstly described, the economic factors; secondly, the political- legal system, thirdly, education and technology and then culture, how each affect the practice and theory of management. Firstly, the economic factors it is all about the change about the new developments in the wealth that managers need to be aware of. The changes brought about these factors require managers forward thinking and who can handle and adapt to change. According to Kynhans et al(2009), “All these things show how healthy the country is, in other words, how well the country is doing economically”. Today’s organisations are operating in a global environment, the extents has become exceedingly complex and creates enormous uncertainty for managers. For example, some countries are prepared by the idea of free enterprise, that is people turn to find ways of doing things themselves in order to save costs and companies tend to loose clients due to that fact. Moreover, there are differences in requirements for severance pay and vacation days allowed to workers. Again, human resource management practices tend to change so as to prevent unemployment even at the cost of sacrificing productivity;...

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Talent Management Strategy
Alicia Cann
Dr. Zelphia Brown, SPHR
HRM532- Talent Management
5/12/13
Formulate a talent management strategy to encompass the entire talent requirements of the organization.
When discussing and planning your organization’s future, it’s important to consider not just the goals, objectives, and initiatives, but clearly how to accomplish them. The most important contributor is undoubtedly your employees. Aligning the organization’s business strategy with its employees is called talent management, and it encompasses aligning the right employee with the right position in the organization. Talent management is a business strategy and must be fully incorporated within all of the employee connected practices of the organization. Retaining and attracting talented employees, in a talent management system, is the responsibility of every tier of management in the organization, but especially the HumanResource managers who are in charge of hiring, training, and development. A successful talent management strategy also engages in the practice of sharing data about high profiled employees and their employment history and accomplishments to all divisions of the organization. This process of sharing openness makes it possible for a range of departments to recognize available talent when...

...start and finish date. (Mr. Jay’s Lecture Notes)
J. Atkinson described the way in which firms are able to develop flexibility in their approach to employment as shown in his diagram. (http://www.welfare.ie)
The diagram shows that a flexible firm in J. Atkinson's analysis has various ways of catering to the needs for humanresources.
Firstly, there are the core employees; they form the main labour market. They are highly favored by the employer, well paid and involved in all the activities of the organisation. These core employees have improved career success and they offer the type of flexibility to the employer. Atkinson goes on to describe that there are two peripheral groups. The first being those who have skills that are needed but not specific to the particular firm, like typing and word processing. The second peripheral group however is made up of those enjoying even less security in their jobs, as their contracts of employment are limited because it is either a short-term or a part-time attachment. There may also be a few job sharers and many participants on government training schemes who find themselves in this category. (HumanResourceManagement - Derek Torrington, Laura Hall, &amp; Stephen Taylor)
With the increasing competitiveness and ever expanding global markets, ensuring growth and survival in today's business environment requires the development of new and unique approaches to...

...It is very important that human research management to transform from being primarily administrative and operational to strategic partner. The reason is it important is because the humanresource department plays a crucial role in determining the culture of an organization. Humanresources promote and implement policies and procedures. The key areas are hiring practices, compensation,management relations and employee conduct and behavior. The decisions made by the humanresources department will effect an organization in a positive or negative way. The areas that will feel the impact or challenges will be creating awareness, compensation plans, hiring practices and behavior.
“The role of the HumanResource Manager is evolving with the change in competitive market environment and the realization that HumanResourceManagement must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their humanresources”.
The humanresources department can give the benefit of showing management what...

...The major challenges of profitability and increased competition have made the
HRM function more important to business success than ever before. Discuss.
Respond your finding with examples.
Introduction
(Humanresourcemanagement is more important in a changing environment than before. There are some challenges and changes, which have great impacts on organizations respective to humanresource (HR) function behaviors. These impacts know as globalization, increasing customer’s expectations, transparent market, and humanresourcemanagement (HRM) provides possibilities to make organizations more healthy and competitive. Where the firm may focus on cost for employee compensation and make conclusions on share services or outsourcings.
We can say that, the function of HR units offers and increases some potential of organizations structure and some of human capital, globalizations, increasing information technology, enhanced customer expectations and the transparency of global markets that know as a main shift in a developing world. ) challenges hrm…..
Content
To be more profitability in the challenging economy with a large competitors, TIMATCH SDN BHD have globalize their business where they explain that “Globalization is the terms used to describe the increased pace of economic and cultural interconnectedness between different countries.”...

...FINDINGS
1. 4 HR Activities
Employee Relations
When good employee relations are in place they can help to maintain a happy and motivated workforce. This function will be responsible for putting company policies and procedures in place regarding grievance/discipline, recruitment and selection, employee welfare, training and development, absence management/reporting and negotiating terms and conditions. Doing this will minimise conflict, ensure staff are treated fairly and creates rules that everyone is aware of. At Escape to the Wild there are no policies and procedures in place, there are inconsistencies in terms and conditions, inconsistencies in matters relating to recruitment and selection practises and staff are also overworked. Putting good employee relations in place will minimise/avoid all of these problems within the company.
Recruitment and Selection
Having a proficient recruitment and selection function within a company can help to select the right people for the job. To implement this the company should look to analyse what jobs need to be filled, what the job description should be, what qualifications the candidates should posses and an idea of the characteristics of the individual. Once this has been decided then the search for staff can begin, this can be done by looking to fill the position internally, use a recruitment agency or by advertising the position. Once all successful applicants have been chosen then...

...How can the key influences on humanresources impact the humanresources strategies utilised by businesses? (use EY and other case studies to support your response, remember about 1000-1200 words)
1.0 Executive Summary
This report aims to describe the cause and effect of key influences on the humanresource strategies utilised by businesses’. The influence include Stakeholders, Legal, technological and social Ethical Corporate Responsibility. These influence impact strategies such as Leadership design, rewards management, recruitment and workplace disputes. This report will use the case studies of Ernst and Young, Teds Camera Store and theoretical scenarios because of their relevance to the humanresourcemanagement and application to key influences and strategies.
2.0 Stakeholders
3.1 Employers
Employers are the stakeholders responsible for management of recruitment and HRM in a business. They impact the strategy of job design and recruitment. In job design, employers are responsible for identifying traits and characteristics, hence impacting the type of candidates that apply for certain roles. Similarly, employers are responsible for choosing the most appropriate candidate for the job, hence impacting the quality of employees. An example of this is in EY where they aim to employ motivated staff....

...penalties for not being correctly staffed. When a company is either understaffed, or overstaffed, it can become costly, as well as detrimental to the welfare of the company and its employers, and employees.
a. Understaffing can have a company lose its business economy, specialization, orders, customers and profits.
b. Overstaffing can be wasteful as well as expensive for the company/ business. If sustained, overstaffing will be costly to eliminate because of today’s work ethic, and financial and salary cap. Very importantly, overstaffing reduces the competitive efficiency of the business.
When planning an assessment at staff level this will require present and future needs of the company to be compared with present resources and future predicted resources. Once all company options, and company planning, have been made, this will evolve into further planning for recruitment, training, retraining, labor reductions, early retirement and redundancy or even changes in the workforce. This will also bring supply and demand into play, not just as a once and a while exercise, but a continuing workforce planning exercise.
Function 2: Recruitment and selection of employees
Recruitment of staff should be done by analyzing the job to be done like for instance an analytical study of the work to be performed to determine all correct and essential factors that are written into the job description so that the selectors know what physical and...

...The HumanResources Department manager exercises line function over the workers within his department, like the other line managers. He has direct control and supervisory powers over them as depicted in Figure 5.1. He leads and motivates them in the same way that his co-line managers lead and motivate their own subordinates.
The functions of the HumanResources Department can be categorized according to its five functions.
1. Job Organization and Information
1.1 Prepares job descriptions and job specifications as part of job analysis
1.2 Develops and administers job evaluation programs for the entire company
1.3 Assists and coordinates with the Production/Operations Department in the preparation of job design
1.4 Keeps an organized and functional file of these job descriptions, specifications, job design and evaluation, and
1.5 Advises top management and other line managers on their use.
2. Acquisition of HumanResources
2.1 Conducts humanresources planning for the entire company
2.2 Recruits humanresources needed and requisitioned by the other departments and its own
2.3 Screens applicants for work
2.4 Selects the best work applicants
2.5 Recommends its choice/s to the line department and to top management
2.6 Places the selected applicant in the right place in coordination with the...